How can you use self-advocacy during a performance review to clarify expectations and request support for development?

• A. Prepare concrete examples, align achievements with goals, request specific resources or training, set measurable next steps, and schedule follow-up.
• B. Demand a raise and public recognition.
• C. Complain about current tools without proposing solutions.
• D. Remain silent and wait for the reviewer to lead.

Answer: (A)

The main idea here is using self-advocacy during a performance review to turn the conversation into a clear, actionable plan for growth. By bringing concrete evidence of your impact, you show how your work supports the team’s goals, which helps your manager see the value of investing in you. Weave in specific requests for resources or training so the development needs aren’t vague—name what would help, whether it’s a course, mentoring, or dedicated time, and connect that to tangible improvements in your performance. Setting measurable next steps and a timeline gives both of you a concrete roadmap and a way to track progress. Finishing with a plan to follow up keeps the conversation ongoing and ensures accountability.

This approach is stronger than simply demanding a raise or recognition, which centers on rewards rather than growth and alignment with team goals. It’s also better than voicing complaints about tools without proposing solutions, which can come across as unproductive without a clear path forward. And staying silent while waiting for the manager to drive the discussion misses a chance to shape your own development and future at work.